Change Hospitality

We are London's Premier Hospitality recruitment AGency

  • All Locations London Outside London
  • All Positions Back of House Front of House Other Recruitment, HR and Administration Sales, Marketing & Events Senior Executive
  • All Job types Contract Permanent Temporary

SINCE 2004 WE HAVE PROVIDED TEMPORARY AND PERMANENT STAFF TO A VAST ARRAY OF ORGANISATIONS.

change recruitment london

Change specialises in providing talent for the hospitality industry. Our aim isn’t to reinvent the wheel. Recruiting talent is simply about having a good network and relationships, and understanding the best fit for you and them, or having a team of loyal temporary staff who are well trained to fit in to a client’s team seamlessly. Others may dress it up as more than that but at Change we are a team of recruiters with a working background in hospitality who understand the industry and impeccable customer service associated with it.

change recruitment london

“We started to use Change this summer; the quality of the Waiting staff they supply is excellent and the Consultants behind the scenes are always there (even at short-notice) should we need any support. I would recommend without hesitation.”

change recruitment london

“My deepest thanks to Louisa and Emily for sending us the team you have, they’re a fantastic bunch with spark, we love them all and I sincerely look forward to working more with Change and the team going forward.”

change recruitment london

“We have worked with Change Hospitality for many years for live event chefs to assist us with busy periods in our event calendar and have found the quality of the chefs to be superb and the service offered by the temporary BOH team second to none. We have also used Change to fill permanent roles…

change recruitment london

“Working with Change Hospitality is a real pleasure. They spend time and effort getting to know our needs and regularly send us strong candidates for our positions. They are extremely professional and work in a speedy and effective manner. They are my first choice of agency when I’m looking to fill full time roles within…

change recruitment london

“Moving Venue have always thoroughly enjoyed working with the team at Change. They have consistently demonstrated a deep understanding of our operations at Moving Venue and our specific requirements. Consequently, they only present candidates whom they believe not only possess the requisite experience but also align with our company culture. The trust we have in…

change recruitment london

“I have worked very closely with Change on permanent chef recruitment for both our properties since March 2015. Since our initial meeting last year, we have been able to place approximately 6 candidates in our kitchen through Change. What sets their approach apart from other recruiters is that they provide factual information about candidates and…

CANDITATE TESTIMONIALS

“I started working with Change in October 2022. Aleks has been my consultant since then, offering me amazing jobs schedules. She is always clear, and a great problem solver. Would definitely recommend Aleks! She is simply the best at her job.”

“By far the best recruitment agency I have ever dealt with. My consultant, Nicola has gone above and beyond for me, offering an amazing, attentive, professional service. Nicola has been so professional and efficient, always keeping in contact with me regarding new roles. She has been incredibly supportive and knowledgeable. I would highly recommend this…

“This was the second time I worked with Change to find a new job. My consultant helped me through, what otherwise would have been a gruelling process. She took time to understand exactly what I wanted, by looking beyond just my CV, but by taking the time to get to know me. My consultant found…

“I really enjoyed my experience at Change. My consultant was very professional and contacted me often to offer me temporary work. What I most appreciated is the diversity of the assignments I received, I worked in a Bank and also in a Restaurant. I would strongly recommend this agency as everyone is very reactive and…

“One of the best agencies I have worked with in London. Incredibly professional yet completely understanding on a personal level. Great for finding temporary work and permanent positions. Within a day of signing up, my consultant managed to put me in a fantastic temporary position, cannot thank her enough for all her help whilst working…

change recruitment london

Contact us:

Call us on: 020 8050 6312 Email: [email protected] Address: Arch 4, First Floor, 1 Crucifix Lane, London. SE1 3JW 

Follow us on social media:

change recruitment london

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Meet The Team

Mark McFall

Mark McFall

Managing Director

I have spent over 30 years in the recruitment sector, leading teams, and businesses acr...

Ibi Kabir

Associate Director - Public Practice Int.

I’ve recruited for over 20 years now……my grey hairs tell a story!  In my career to date...

Iveta Bajorinaite

Iveta Bajorinaite

Recruitment Consultant - Public Practice Int.

​I am an international recruitment consultant for Accountancy and Finance within Wester...

Zuzanna Ignaczak

Zuzanna Ignaczak

Managing Consultant - Public Practice Int.

​I am a Top- Performing Team Manager with a proven track record working in Internationa...

Melissa Wolf

Melissa Wolf

​I'm an international recruitment consultant specializing in Accountancy and Finance ac...

Andrew Finlayson

Andrew Finlayson

Director - Change Digital

I joined Change in July 2015 from a specialist IT consultancy and have vast experience ...

Gary Simpson

Gary Simpson

Principal Consultant - Change Digital

​I have recruited in the IT and Digital space since 2004, with the last 5 years being w...

Jason Jederon

Jason Jederon

Senior Consultant - Change Digital

I joined Change Recruitment in June 2021 as Senior Consultant within the digital team. ...

Keith Patterson

Keith Patterson

​I have over 15 years’ experience as a specialist technology recruiter. During my caree...

Mitesh Fatnani

Mitesh Fatnani

​I joined Change Recruitment in 2018 within their existing IT Team and during my time ...

Connor McLeod

Connor McLeod

Recruitment Consultant - Change Digital

​I joined Change Digital in January 22’, stepping away from high-end tailoring, where I...

Kyle Gilmour

Kyle Gilmour

​I joined Change Digital in January 2022 as a consultant. Before then, I worked in inte...

Scott Taylor

Scott Taylor

Associate Director - Financial Services

​Being part of a business for over 15 years I have seen our Financial Service offering ...

Scott Maxwell

Scott Maxwell

Associate Director - Risk & Compliance

​I’ve had the pleasure of being involved in the recruitment world since the late 90s an...

Samantha Milligan

Samantha Milligan

Principal Consultant - Financial Services

​I have over 10 years recruitment experience and the majority of my career has been foc...

Neil Greene

Neil Greene

​I have been a Financial Service recruiter for over 10 years, partnering with many of t...

Claire Dearlove

Claire Dearlove

Senior Consultant - Financial Services

​I have been in recruitment for just over ten years and joined Change in 2018. My marke...

Chris Donald

Chris Donald

​Over 12 years’ experience recruiting in the Financial Services sector in Scotland, 1o...

Lesley Shepherd

Lesley Shepherd

Associate Director - Business Services

I joined recruitment straight out of University.  It started as a temporary project, an...

Lesleyann MacGregor

Lesleyann MacGregor

Principal Consultant - Business Services

I Joined Change in 2019 to grow and develop the senior end of the Customer Operations a...

Fergus Wade

Fergus Wade

Recruitment Consultant - Commerce and Industry

I manage the Transactional / Part Qualified and Interim recruitment desks in the Comme...

Lisa Keddie

Lisa Keddie

Business Support Manager

I have spent over 20 years in the recruitment industry and in my role as Business Supp...

Annmarie Kerr

Annmarie Kerr

Business Support Associate

I started at Change in 2015 to look after our front of house in our Edinburgh office be...

Christina Krajewski

Christina Krajewski

Creative Marketing Executive

​I bring a varied background to the team, having spent my career so far in retail, re...

Lynsey Young

Lynsey Young

Assistant Accountant

I joined Change in 2006 as Assistant Accountant, having previously worked in a large ch...

Susan Russell

Susan Russell

Senior Payroll Administrator

​I joined Change in 2016 to manage our Staff and Temporary Workers Payrolls. I have wor...

Brian Burnett

Brian Burnett

Finance Director

I’m the Finance Director of both Change Recruitment and Taranata Group, with responsib...

Hazel McCafferty

Hazel McCafferty

Temp Payroll Administrator

I joined change in April 2005 as Admin Support within the Finance Team.  I then progres...

Vicky Foster

Vicky Foster

Senior Credit Controller

I Joined Change in June 2013 as their Senior Credit Controller collecting cash, allocat...

Change Hospitality

Change Hospitality - Specialist Recruitment for the Hospitality Sector

We focus specifically on recruiting for hospitality companies, placing talent in both permanent and temporary roles for a vast array of organisations that have specialised services in the food market.

We are not your conventional recruitment agency and we never planned to be! Our mission has always been to challenge conformist recruitment methods by; being better, quicker and more effective while keeping people at our core. Our focus is simply to build long lasting relationships with people based on honesty, integrity and ethics.

Our business is split into three divisions:

Back of House: We recruit permanent and temporary Chefs, all of which have worked for some of the finest restaurants, gastropubs, bars, hotels, members clubs and events companies.

Front of House: We cover all positions from Director level down to entry level on a permanent basis. We also recruit Front of House temporary staff if you are looking for some short term cover or to staff a particularly busy event or time of year.

Business & Commercial: We cover permanent and temporary central and support roles and are able to recruit talent with industry specific experience in the following areas:

  • Sales, Marketing, Event and PR Professionals
  • HR, Recruitment and Training Professionals
  • Finance, Accounting & Procurement Professionals
  • Administrative Support

HOW WE WORK

Unlike most agencies, and all app-based platforms, we take great pride in the fact that we work face to face with our candidates and temp workers to ensure their career ambitions are met. This also enables us to provide our clients with staff that have relevant experience and will fit in to their company culture with ease.

We can provide temporary and permanent staff at all levels, for all areas of a hospitality business including:

Front of house | Back of house | HR Sales & Marketing | Event Management | Finance Administration

MEET THE TEAM

change recruitment london

Gareth Townsend

change recruitment london

Louisa McLaughlin

change recruitment london

Nikki Edgar

change recruitment london

Cillian Waldron

change recruitment london

change recruitment london

change recruitment london

Tom Dukinfield

change recruitment london

Aleksandra Dabrowska

change recruitment london

Beth Downey

change recruitment london

Charley Taylor-Smith

change recruitment london

Nikki Philpot

change recruitment london

Louie Knight

change recruitment london

Samantha Kiss

WORK FOR US

  • Founded in 2004, we are highly experienced in recruiting for the hospitality industry
  • Back of House, Front of House and Business Support recruitment
  • Permanent, temporary, interim and contract recruitment solutions
  • All consultants are hand-picked from within the hospitality industry
  • Our staff are at the core of our success and as such we create the best workplace to develop as people and recruiters
  • 24 days annual leave, 8 Bank Holidays, 6 ‘Change Bank Holidays’ (a Company Bank Holiday in every month of the year that doesn’t have an official Bank Holiday) plus your birthday off, totals an impressive 39 days!
  • Flexible working hours and work from home available
  • Annual company weekend away
  • Company events and restaurant experiences
  • Private Health Care
  • Gym membership
  • Cycle to Work Scheme

In addition to the above, Change offer our consultants one of the best sales commission schemes in the UK and a host of other benefits including a chance to win some amazing prizes and incentives. In the past, holidays, sky diving, theatre trips, spa days, AirBnb staycations, Selfridges and Virgin Experience vouchers as well as wine and champagne are among the great prizes won by our consultants and back office teams.

It is our ambition to hire the best talent; we look for courageous and driven people who want to challenge the status quo and find new ways to grow our company and themselves, while having fun in the process. You work in an almost autonomous way, growing your own “business within a business”. If this sounds like the type of place that you’d like to work, please drop us an  email  with a copy of your CV which we will treat in confidence.

change recruitment london

Contact us:

Call us on: 020 8050 6312 Email: [email protected] Address: Arch 4, First Floor, 1 Crucifix Lane, London. SE1 3JW 

Follow us on social media:

change recruitment london

© Copyright | CHFR Ltd. All rights reserved. Registered Company No. 14569803 Registered office: Tunnel House, Station Road, Wadhurst, TN5 6DF

  • Privacy Policy
  • Data Protection
  • Modern Slavery Policy
  • Diversity Policy

change recruitment london

Let’s talk

change recruitment london

Specialist Services

Transformation & change.

Sourcing the talent to enable business innovation and transformation.

The need to rapidly evolve business capabilities has resulted in many new business roles and an ever-more integrated approach to the effective management of professional services firms.

Roles here cover huge ground and some are unique to individual firms. But they typically focus on business transformation, innovation, project and programme management, solution design and strategy.

Often, they do not fit neatly into long-standing management divisions, but rather connect into all layers of a firm as a means of doing business better. 

Job titles in this area include:

  • Service Delivery/Operations/Service Excellence – for example, Head of Service Excellence, Head of Process Improvement, Business Improvement, Process Improvement, Business Process Re-engineering, Continuous Improvement, Business Analyst, Head of Practice Operations, Legal Operations Solutions.
  • Business Transformation – for example, Programme Director, Transformation Director, Programme Manager, Project Manager, Business Analyst, Change Manager, Head of Change, Head of Portfolio, Head of PMO, PMO Manager, Head of Strategic Projects.
  • Technology/ Innovation – roles vary widely and may sit with IT/tech or with broader client focused or operations teams. Titles include Head of Innovation, Innovation Hub Manager, Product Manager, Product Development, Tech Advisor, Innovation Analyst, Head of Technology, Technology Transformation, Change Manager.

The speed of recruitment in transformation and change means that firms face a real challenge in finding a good pool of talent. Those that understand partnership culture and have the commercial insights and specialist skills required to confidently deliver change are in short supply. Many firms will either look for talent beyond their immediate industry or bring up those within the profession who have the potential to take on a more specialist role.

Totum has the expertise to help across all transformation and change roles. Whether you are making your first hires in these areas, or scaling up existing teams, we know how to attract great talent from within the professional services sector and have successfully transitioned many great candidates from wider industry too. We also have the in-depth knowledge of the professional services sector to know which candidates are best placed to step into more dedicated roles.

Many of these roles are relatively new and firms vary in what each role needs to deliver, depending on their unique business objectives. We have therefore developed considerable experience in working with firms to scope out transformation and change roles, helping to develop compelling job descriptions, agreeing strategies for sourcing the right candidates, and supporting firms through the whole process.

No matter what your requirements may be, we have the capabilities and experience to deliver talent in transformation and change.

TYPICAL ROLES

  • Innovation Director
  • Change Manager
  • Product Development Manager
  • Legal Technology /Solution Design
  • Legal Operations Manager
  • Service Delivery Manager
  • Strategy Manager
  • Data Analyst

Clients enjoy working with us

Moira Slape

Are you looking for an exciting new role within transformation and change? Look no further.

This is a flourishing and exciting area for those of you looking for a role that offers a real opportunity to make an impact and deliver lasting change. With the opportunity to join a firm at a pivotal development point, you have the potential to leave a lasting mark by helping to improve and transform the way business is done.

Whether you are already working in transformation and change role in professional services, or would be interested in joining the sector from wider industry, we can provide expert guidance to steer you to the best firm for you and set your career on the right path. Our personal service means that as a candidate in this area we will support you every step of the way, providing advice, support and feedback throughout the recruitment process.

For success in these roles, we know the vital importance of finding a firm that offers the right cultural fit – a meeting of minds, so to speak. With our in-depth knowledge of the professional services industry, we can deliver matches that will allow your ideas to take root and grow, and that will allow you to become a genuine agent of change.

Whatever you need from your next career step, Totum is on hand to deliver.

Contact our Expert Consultants

Georgia cooke, marie clarke.

  • Knowledge Hub

Transformation in law: Nimisha Patel, Charles Russell Speechlys

Embracing the future: marketing and business development in 2024, sink or swim: lateral partner integration, 2 mins with… ella leck, leadership coaching part one: unlocking potential.

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Totum Partners is a London-based recruitment consultancy. We focus on recruiting for law firms, accountancy firms, the real estate sector and management consulting firms. We are market leaders in recruiting business services roles for professional services firms; recruiting all the way from graduate and exec level, up to Directors, CFOs, CEOs and COOs, across functional areas like marketing, business development, leadership, general management and IT. Whether you’re a candidate or a client, we’d love to hear from you. Let’s talk.

+44 (0) 20 7332 6332

Totum London Office, 3rd Floor, 15 Basinghall Street, London, EC2V 5BR

change recruitment london

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We are delighted to publish our 2020 Salary Survey with our sister company Career Legal which provides the latest salary information and talent trends for the legal industry. As the largest legal support staff agency in the UK, we offer insights into all dedicated business specialisms, supporting leading law firms with their London and regional recruitment.

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Change and Transformation

La Fosse’s Change & Transformation Practice specialises in cross-functional, business-wide transformation.

We develop and maintain relationships with a selected community of professionals who are qualified industry experts at designing and delivering business transformation. This division is organised across Business, Digital and Technology Transformation; Finance Transformation and; HR Transformation.

Our team work with our customers to achieve growth, unlock potential and realise their strategic objectives.

Each one of our La Fosse consultants is specialised across industry sector, enabling us to cultivate a deep and diverse network who are skilled at delivering results in an ever changing business landscape.

Over the past 10 years we have resourced over 60 transformation programmes, across a variety of businesses from including Burberry, The AA, LEGO, John Lewis, WPP, British Red Cross, Marie Curie, Close Brothers and Aon to name a few.

change recruitment london

Change and Transformation Specialisms

Digital, business & technology transformation.

Our associates work with our clients to design and deliver their Business, Digital and Technology transformation programmes from strategy through to implementation. We’ve staffed a number of programmes since inception, from platform implementation, M&A, process re-engineering, digital and e-commerce and customer facing change.

Typical Programmes

  • Digital – Omni-Channel, e-Commerce etc.
  • Technology – platform implementation, system integration etc.
  • M&A and Integration – Pre/Post sale, TSA, business/tech/operational alignment
  • Target Operating Model design and delivery
  • Process Improvement and Lean Six Sigma
  • Business Restructure
  • Technology enabled transformation

Focused Specialisms

  • Programme Design & Delivery
  • Programme and Project Management
  • Portfolio and PMO Management
  • Programme Planning
  • Enterprise & Business Architecture, Business Analysis and TOM Design
  • Process Re-Engineering and Lean Six Sigma

Change Management

We cultivate and maintain relationships with the UK’s leading Change Management experts, specialists in implementing and embedding change within global organisations. Our expertise is strong in all areas of change management from establishing the change organisation, designing and delivering communications, leading user-adoption and delivering training.

  • Group wide Cultural change
  • Technology adoption
  • Business, TOM restructure and implementation
  • Change Leadership
  • Change Management & User Adoption
  • Communications
  • Organisational Design

Finance Transformation

La Fosse’s Finance Change & Transformation practice specialises in finance and accounting transformation. We develop and maintain relationships with a selection of industry experts adept at delivering financial transformation, with the division being split across ‘Commerce and Industry’, ‘Financial Services’, and ‘Not For Profit’.

Our associates work with our clients to achieve growth, unlock potential, and realise their strategic objectives.

Each one of our La Fosse consultants specialises within their industry sector, enabling us to cultivate a deep and diverse team who understand the particular complexities associated with each sector and are skilled at delivering results in an ever-changing business landscape.

​Over the past 10 years, we have resourced over 60 transformation programmes across a variety of businesses including Burberry, PwC, The AA, LEGO, John Lewis, WPP, British Red Cross, Marie Curie, Close Brothers, and Aon, to name but a few.

  • Process redesign and delivery – Record to Report, Procure to Pay, Order to Cash, FP&A, Tax etc.
  • M&A and finance integration
  • Finance Target Operating Model design and delivery
  • Finance shared services, centre of excellence and finance outsourcing selection and delivery
  • Finance business partnering and Project Accounting
  • Finance rationalisation and transition
  • Regulatory transformation – IFRS’ and Solvency II
  • Finance rebranding

HR Transformation

Our HR Transformation Practice brings together a trusted network of HR Professionals who consult, design and execute on HR and people-led transformation.​

​This practice specifically develops and maintains relationships with a selected community of industry qualified HR specialists, who have broad experience and are adept at HR interim management and transformation execution.

These associates work with HRDs and Chief People Officers (CPOs) to unlock complex cultural change, develop the people agenda, and drive transformation outcomes.

  • Complex cultural change
  • Organisational design
  • Organisational development
  • HR target operating model design and delivery
  • HR functional analysis
  • HRIS technology-enabled transformation

Typical Roles

  • Project manager
  • Programme manager
  • Change Analyst
  • Change Manager

Business Analyst

  • Data Analyst

Solution Architect

Typical roles include, project manager, programme manager, pmo analyst, change and transformation jobs.

£50000.00 - £55000.00 per annum + Great benefits

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Process Analyst

£54000 - £55000 per annum

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Infosec BA (Third Party Risk Management)

£600 - £650 per day

Infosec BA (Third Party Risk) Enterprise organisation require an Infosec BA with specific experience supporting the implementation and enhancement...

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£55000 - £60000 per annum

Business Analysts (multiple vacancies) Remote working (some travel into London expected from time to time) Up to £60,000 per...

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£750 - £850 per day

Endur BA – London – Contract – £750-850/day Our market leading energy company are looking for an Endur BA...

Lead Security Architect – IAM

£100000 - £110000 per annum

I’m helping a FTSE 100 org going through a huge digital transformation find a Lead Security Architect focusing on...

Meet our Change and Transformation team

Associate Director - Technology Change

Senior Manager

Samuel Potter

Practice Director

George Davies

Head of Practice

Jack Holmes

Principal Consultant

David Edwards

Group Commercial Director

Alejandro Agustín Cano

Senior Consultant

Calvin Staples

Donna littlestone.

Senior Delivery Lead

George Nunn

Hannah crisp.

Senior Academy Client Partner

Principal Delivery Consultant

Principal Consultant Manager

Kieran Daly

Associate Consultant

Lauren Turley

Lottie straw, mariana wright.

Onboarding and Compliance Associate

Megan Hayler

Delivery Consultant

Menna Chikhi

Micaela murray, miranda hunt, niamh chidgey, rachel rocco-appiah, tom lloyd-mead, change and transformation posts, view all posts, closing the d&i gap: a cross-industry movement – vc, pe, corporate, and start-up.

Time for change The conversation around diversity, equity, and inclusion (DE&I) is not...

Digital transformation in a post-pandemic world

Digital transformation projects have been placed on hold as businesses have focused on...

Business Analysts: 4 tips to make an impact in the application process

Business Analyst roles span a broad-range of sectors, responsibilities and tech stacks –...

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Search Results for Change Management

Change management lead.

Change Management Lead - Opportunity to join a global Telecommunications business, working on a Finance transformation programme - Hybrid working - Day rate inside IR35

  • City of London
  • Jan 25, 2024
  • £700 - £800 pd

Change Manager

Join an established Change practise, working on a high profile programme across this large, well know organisation. This is a 12 month fixed term contract.

  • Jan 23, 2024
  • £75k - £80k

Senior Change & Communications Lead

Morgan McKinley are headhunting on behalf of a global legal firm who are looking for a Change Communications lead to work on Business Transformation Programme

  • Feb 12, 2024
  • Competitive

HR Change Lead

Join this market leading Technology company based in the heart of London, leading the Change Management on a large HR transformation

  • Feb 07, 2024
  • £80k - £85k

Transformation Program Manager

My client, are looking for an experience business focused Transformation Program Manager to join the team on a permanent basis, focusing on key transformation streams of work.

  • Jan 11, 2024
  • £85k - £90k

Roadshows Coordinator (Investment Management)

Morgan McKinley are exclusively partnered with a global asset manager to hire a Roadshows Coordinator on a 12 month contract basis

  • Jan 12, 2024
  • £50k - £55k

Business Analyst

Morgan McKinley are looking for a Business Analyst with a strong background in strategy for a leading Tech company in Central London on a 12 month contract!

  • Jan 02, 2024

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  • KPMG and REC, UK Report on Jobs - February 2024

Starting salary inflation softens to 34-month low in January

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Key findings

Starting salary growth eases amid further rise in staff supply

Sustained and sharp drop in permanent placements...

...while temp billings fall slightly

Data collected January 11-25

The latest KPMG and REC, UK Report on Jobs survey, compiled by S&P Global, highlighted that ongoing uncertainty around the economic outlook continued to impact hiring decisions at the start of the year. Permanent placements fell at a sharp and accelerated pace, while the downturn in temp billings remained mild. Overall vacancies meanwhile declined slightly for the fourth time in five months.

Lower levels of recruitment activity and redundancies fuelled further increases in staff availability. Though sharp, upturns in both permanent and temporary candidate numbers cooled from December, however. Competition for staff with desirable skills and the rising cost of living underpinned further increases in starting pay, albeit with rates of salary and wage inflation both posting below their long-run trends.  

The report is compiled by S&P Global from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies.

Uncertainty over the outlook continues to constrain hiring

The latest survey of recruitment agencies across the UK revealed a further drop in hiring activity at the start of 2024, particularly for permanent workers. Notably, permanent staff appointments fell at a sharp and accelerated pace, while temp billings fell only slightly. There were frequent reports that businesses had often paused recruitment plans due to the subdued economic environment, while fewer vacancies also dampened staff placements. 

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Permanent Placements Index

Temporary Billings

50.0 = no-change

graph

Overall demand for workers falls for third month running

Total vacancies across the UK declined again during January, albeit marginally. Demand for staff has now weakened in four of the past five months, driven by a sustained reduction in permanent job opportunities. Meanwhile, temp vacancies expanded at the slowest rate since November 2020 and only slightly.

Permanent salary inflation slips to 34-month low...

Although starting salary inflation remained sharp in January, the latest increase in pay was the softest recorded since March 2021 and slower than the series average. Temp wage growth quickened slightly to a five-month high, but was also below the historical trend. According to recruiters, competition for suitably-skilled staff amid a strong inflationary environment continued to push pay rates higher. However, there were also reports that pressure on client budgets had limited overall increases in pay.

...as supply of candidates continues to increase

UK recruiters registered a further sharp increase in overall candidate availability at the start of the year. This was despite the rate of growth easing to a four-month low. Permanent staff supply continued to rise at a slightly quicker pace than that seen for short-term workers, but both saw upturns ease since December. There were frequent reports that redundancies and a slowdown in recruitment activity had increased the pool of available workers.

Regional and Sector Variations

The latest reduction in permanent staff appointments was broad-based across the four English regions monitored by the survey. The steepest rate of contraction was seen in the Midlands, though marked falls were also recorded elsewhere.

Higher temp billings in the North and South of England contrasted with declines in the Midlands and London.

Permanent staff demand fell across just over half of the ten monitored job categories during January. The steepest rates of contraction were seen in the Retail, Construction and IT & Computing sectors. Meanwhile, the strongest rise in vacancies was signalled for Nursing/Medical/Care roles.

Of the five broad employment sectors to see firmer demand for short-term workers, Hotel & Catering and Blue Collar saw the steepest rates of vacancy growth overall. At the same time, the quickest drop in temp job opportunities was seen in the Retail sector.

Commenting on the latest survey results, Jon Holt, Chief Executive and Senior Partner of KPMG in the UK, said:

"We're starting the year with the labour market remaining tight overall, though we are seeing the number of job seekers increasing as demand softens.

"The skills gap is part of this story. We know the UK’s ambition is for technology to drive productivity and economic growth, and yet we still face a shortfall in skilled tech talent. If the UK is serious about equipping the workforce for a modern digital economy, we need Government and business working together and investing in reskilling and upskilling.

"All eyes will now be on the Chancellor’s upcoming Budget, and while recruiters and businesses would no doubt welcome any further cuts in payroll tax costs, they will also be hoping for a bit of policy stability during an election year.”

Neil Carberry, REC Chief Executive, said:

“The labour market’s resilience is a great strength of the British economy - but it can’t last for ever without sustained economic growth. Pay has normalised, inflation is dropping and the hiring market has been cooling for a year now - it’s high time that the Bank of England starts releasing the brake pedal on our economy.

“The Chancellor has the perfect opportunity in the Spring Budget to give some clear signals on growth. A long-term plan to tackle skills and labour shortages, economic inactivity and weak productivity is essential. A Spring Budget full of practical steps on skills, welfare to work and the cost of doing business will help hugely.

“We can get the wheels of investment turning by recognising that the people stuff matters as much as capital expenditure. Investment in new industries and technologies such as green skills and AI is great and necessary, but we must get more of firms thinking about how they organise work, and how to build new skills to fuel local economies across the UK."

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Methodology

The KPMG and REC, UK Report on Jobs is compiled by S&P Global from responses to questionnaires sent to a panel of around 400 UK recruitment and employment consultancies. 

Survey responses are collected in the second half of each month and indicate the direction of change compared to the previous month. A diffusion index is calculated for each survey variable. The index is the sum of the percentage of ‘higher’ responses and half the percentage of ‘unchanged’ responses. The indices vary between 0 and 100, with a reading above 50 indicating an overall increase compared to the previous month, and below 50 an overall decrease. The indices are then seasonally adjusted.

Underlying survey data are not revised after publication, but seasonal adjustment factors may be revised from time to time as appropriate which will affect the seasonally adjusted data series.

For further information on the survey methodology, please contact [email protected] .

Full reports and historical data from the KPMG and REC, UK Report on Jobs are available by subscription. Please contact [email protected] .

KPMG LLP, a UK limited liability partnership, operates from 20 offices across the UK with approximately 17,000 partners and staff. The UK firm recorded a revenue of £2.72 billion in the year ended 30 September 2022.  

KPMG is a global organization of independent professional services firms providing Audit, Legal, Tax and Advisory services. It operates in 143 countries and territories with more than 265,000 partners and employees working in member firms around the world. Each KPMG firm is a legally distinct and separate entity and describes itself as such. KPMG International Limited is a private English company limited by guarantee. KPMG International Limited and its related entities do not provide services to clients.

The REC is the voice of the recruitment industry, speaking up for great recruiters. We drive standards and empower recruitment businesses to build better futures for their candidates and themselves. We are champions of an industry which is fundamental to the strength of the UK economy. Find out more about the Recruitment & Employment Confederation at www.rec.uk.com .

About S&P Global

S&P Global (NYSE: SPGI) S&P Global provides essential intelligence. We enable governments, businesses and individuals with the right data, expertise and connected technology so that they can make decisions with conviction. From helping our customers assess new investments to guiding them through ESG and energy transition across supply chains, we unlock new opportunities, solve challenges and accelerate progress for the world.

We are widely sought after by many of the world’s leading organizations to provide credit ratings, benchmarks, analytics and workflow solutions in the global capital, commodity and automotive markets. With every one of our offerings, we help the world’s leading organizations plan for tomorrow, today. www.spglobal.com.

The intellectual property rights to the data provided herein are owned by or licensed to S&P Global and/or its affiliates. Any unauthorised use, including but not limited to copying, distributing, transmitting or otherwise of any data appearing is not permitted without S&P Global’s prior consent. S&P Global shall not have any liability, duty or obligation for or relating to the content or information (“Data”) contained herein, any errors, inaccuracies, omissions or delays in the data, or for any actions taken in reliance thereon. In no event shall S&P Global be liable for any special, incidental, or consequential damages, arising out of the use of the Data.

This Content was published by S&P Global Market Intelligence and not by S&P Global Ratings, which is a separately managed division of S&P Global. Reproduction of any information, data or material, including ratings (“Content”) in any form is prohibited except with the prior written permission of the relevant party. Such party, its affiliates and suppliers (“Content Providers”) do not guarantee the accuracy, adequacy, completeness, timeliness or availability of any Content and are not responsible for any errors or omissions (negligent or otherwise), regardless of the cause, or for the results obtained from the use of such Content.  In no event shall Content Providers be liable for any damages, costs, expenses, legal fees, or losses (including lost income or lost profit and opportunity costs) in connection with any use of the Content.

  • Growth and Jobs at Davos 2024: What to know
  • How using genAI to fuse creativity and technology could reshape the way we work

1. Generative AI boosts productivity, unevenly

In 2024, most chief economists surveyed by the Forum believe generative AI will increase productivity and innovation in high-income countries. But for low-income countries, just over a third think this will be the case.

Productivity boosts are expected in knowledge-heavy industries, including IT and digital communications, financial and professional services, medical and healthcare services, retail, manufacturing, engineering and construction, energy and logistics.

These potential benefits are in "sharp contrast with concerns about the risks of automation, job displacement and degradation", says the report.

Almost three-quarters (73%) of chief economists surveyed "do not foresee a net positive impact on employment in low-income economies".

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2. Digital jobs keep growing

By 2030, the number of global digital jobs is expected to rise to around 92 million. These are generally higher-paid roles, according to the Forum's white paper, The Rise of Digital Jobs .

Digital jobs could help to balance skill shortages in higher-income countries, while boosting opportunities for younger workers in lower-income countries: "If managed well, global digital jobs present an opportunity to utilize talent around the world, widening the talent pool available to employers and providing economic growth pathways to countries across the income spectrum."

3. Unemployment levels could rise

The labour market showed resilience in 2023, with employment remaining high, said Gilbert Fossoun Houngbo, Director-General of the International Labour Organization (ILO), in the Davos session ' What to Expect From Labour Markets '.

But he said ILO projections in early January suggested the global unemployment rate could rise from 5.1% to 5.2% in 2024, with an extra two million workers expected to be looking for jobs.

In the US, the jobs market remained stronger than expected for the first month of the year, with more than 350,000 new jobs added. The unemployment rate for January was 3.7%, close to a 50-year low, according to The Guardian .

Houngbo said ILO data shows inequalities persist between low- and high-income countries, while young people are 3.5 times more at risk of being unemployed than the rest of the adult population and "many workers are struggling to pay bills, which is very worrisome".

The impact of AI on jobs was not going to be "an employment apocalypse", but that reskilling, upskilling and lifelong learning would be key to managing the transition to augmentation, he stressed.

4. More pop-up offices

LinkedIn has seen a drop in the number of fully remote job postings, from a peak of 20% in April 2022, to just 8% in December 2023, said co-founder Allen Blue, speaking in a Davos session ' The Role of the Office is Still TBC ' .

But employee interest in taking remote or hybrid jobs remains high, at around 46% of applications.

"The office is going to be in competition with working from home ... that’s a good thing for the office," he said, as management would need to innovate and create a workplace environment that "emphasizes dynamic human interaction".

Young people taking their first job want human connection, so they're more interested in hybrid than remote roles.

Martin Kocher, Austria's Federal Minister of Labour and Economy, said that some Austrian villages are actually paying for pop-up community office spaces, because people don’t want to work from home, and they can make use of other amenities close by.

He predicted the development of more pop-up office spaces away from company headquarters.

Have you read?

  • Davos 2024: 6 innovative ideas on reskilling, upskilling and building a future-ready workforce
  • From hierarchy to partnership: rethinking the employee/employer relationship in 2024

5. Skills will become even more important

With 23% of jobs expected to change in the next five years, according to the Future of Jobs Report, millions of people will need to move between declining and growing jobs.

Coursera CEO, Jeff Maggioncalda and Denis Machuel, CEO of Adecco Group AG, joined the Davos session ' The Race to Reskill ' to discuss the transferability of skills, and the potential of AI to help with personalized learning and productivity, which also levels the playing field for job opportunities globally.

But the key is in learning how to use AI and digital technologies, as Code.org Founder and CEO, Hadi Partovi, pointed out in the session ' Education Meets AI '.

When people think about job losses due to AI, he said, the risk isn't people losing their jobs to AI: "It's losing their job to somebody else who knows how to use AI. That is going to be a much greater displacement.

"It's not that the worker gets replaced by just a robot or a machine in most cases, especially for desk jobs, it's that some better or more educated worker can do that job because they can be twice as productive or three times as productive.

“The imperative is to teach how AI tools work to every citizen, and especially to our young people."

6. More women enter the workforce

In 2020, the World Bank found that potential gains from closing economic gender gaps could unlock a “gender dividend” of $172 trillion for the global economy.

But the Forum’s Global Gender Gap Report 2023 found that the Economic Participation and Opportunity gap has only closed by just over 60%.

Several sessions at Davos looked at how inclusion could benefit the economy , particularly by helping mothers return to the workforce, which could close skills gaps.

“There are 606 million women of working age in the world who are not working because of their unpaid care responsibilities, compared to 40 million men," Reshma Saujani, Founder and CEO of Moms First, explained in a session on the ‘ Workforce Behind the Workforce ’.

“At Moms First, we're working with over 130 companies in every sector, who are saying, ‘I don't have enough workers’. We are working with them to redesign their childcare packages and increase their subsidies.

“Childcare pays for itself. When you offer childcare to employees, you get higher worker productivity and lower rates of attrition, and greater rates of retention. We have to look at care as an economic issue that world leaders must actually do something about.”

Money latest: UK recession a 'wake-up call' for interest rate setters; big change coming in how Lidl displays prices

The UK falling into recession should be a "wake-up call" to Bank of England interest rate setters, tax experts have said. Read about this and more in our Money blog - and listen as economics editor Ed Conway digs into the implications of the recession in our podcast special below.

Thursday 15 February 2024 19:57, UK

  • UK in recession as economy shrinks by more than expected at end of 2023
  • Economists react : 'UK economy going nowhere' - but Britons can expect relief from April
  • Recession a 'wake-up call' for interest rate setters
  • Big change at Lidl as supermarket shakes up how it displays prices
  • Savings Guide : Best savings accounts when you don't have a lump sum to invest
  • Kids can eat for free or £1 at these places in half-term

Jeremy Hunt met industry figures yesterday to discuss raising the £20,000 tax-free ISA savings limit, according to POLITICO's London Playbook . 

It says Mr Hunt is either looking at adding an extra £5,000 allowance for people who buy shares in small and medium-sized firms on the London Stock Exchange, or creating a "Great British ISA".

The chancellor previously shelved plans for the latter, which would have allowed investors to buy a certain amount of UK company shares without paying tax (currently these are taxed at 0.5%). 

But Playbook reports this is "firmly back on the table". 

Officials reportedly say raising the tax-free allowance is the more likely option but no decision has been made. 

The plan could complement the government's aim to sell shares in NatWest to retail investors later this year.

The supplier has launched a fixed energy deal that is 12% cheaper than the current price cap - and guaranteed to be less than the cap in April. 

Its deal is available to both new and existing customers, and the fixed term will end on 31 May 2025.

British Gas said it will be at least £1 per fuel under April's price cap, based on typical use. 

The rates will then be fixed for a year from 1 April and won't change again. 

It is available for both dual-fuel and single-fuel.

It's worth noting the £150 dual-fuel exit fees.

The price cap currently stands at £1,928 a year, although it is expected to drop 16% to £1,620 a year according to the latest prediction from Cornwall Insight. 

According to MoneySavingExpert, current predictions mean it is worth fixing for 12.5% less than the current price cap. 

Lidl is set to introduce electronic shelf labels across all its stores to cut down on paper and ink consumption.

The small digital screens will display the cost, weight and unit price, with the change coming into effect by the end of this year.

The new labels will save an estimated more than 206 tonnes of carbon annually.

It comes after successful trials in more than 35 out of the 960 Lidl shops across England, Scotland and Wales.

Two-thirds of shoppers surveyed during the trial said they did not notice the change.

"Making changes to how we operate, no matter how big or small, allow us to enhance the overall experience for those shopping with us," Isaac Ekpenyong, director of sales organisation at Lidl GB, said.

The move will also save store workers time, he said, freeing them up to do tasks that "directly benefit our customers".

This was a question put by reader Vernon Barns - and several others. We asked our business news editor Tom Boadle for an answer. He replied...

"In the UK a recession is defined as two consecutive quarters of negative economic growth regardless of how deep, wide-ranging and long an economic downturn is. 

"Some commentators will use the phrase 'technical recession' to identify that they're applying this prescriptive definition of a recession, compared to, say, in the US where the National Bureau of Economic Research will consider a broader range of economic indicators, such as unemployment, job vacancies and wage data, before declaring whether the economy is in recession."

More than three million low income households were in fuel poverty last year with little to no government support.

Official figures from the Department for Energy Security and Net Zero show 13% of households (3.5 million) in England were in fuel poverty last year, largely unchanged from 13.1% in 2022.

In England, households are considered to be in fuel poverty when they have a poor energy efficiency rating of band D or below and their disposable income after housing and fuel costs is below the poverty line.

Some claims management companies (CMCs) have inadequate systems in place to differentiate between regulated and unregulated activity, the Financial Conduct Authority has said.

CMCs handle a range of claims for compensation or other benefits. For some claims including financial services and employment matters the CMC must be authorised.

But other types such as tax, timeshare, diesel emissions and flight delay claims fall out of the scope of the FCA's regulation.

A lack of differentiation is important, as customers may be misled to think they have a certain level of protection. CMCs can also charge significantly higher fees for unregulated claims.

"Our vision is for CMCs to be trusted providers of high quality, good value services that help people pursue legitimate claims for redress," the FCA said.

HMRC has issued a warning about bogus tax refund offers , which fraudsters are using to potentially dupe people who have recently submitted a return.

People who completed their tax return for the 2022-23 tax year by the 31 January deadline may be targeted by phishing emails, a phone call or text message offering a tax rebate, HMRC warned.

Scammers copy the design and branding of genuine websites to trick people into giving away their personal details. This information is then used to access people’s bank accounts or is sold on.

"Don't rush into anything, take your time and check HMRC scams advice on gov.uk," Kelly Paterson, HMRC's chief security officer, said.

A Bank of England rate setter has hinted she is not yet convinced to vote for a cut from 5.25%.

Megan Greene, an external member of the Monetary Policy Committee (MPC), echoed comments yesterday from governor Andrew Bailey, who said he had been encouraged by recent inflation data - but was waiting for more evidence that longer-term inflation pressures were easing up.

We learned earlier this week that inflation - which had been expected to rise in January - had in fact remained flat at 4%.

Some thought this might encourage a rate cut.

"Recent signs of persistence starting to ease are encouraging," Ms Greene said. "I would need to see further evidence that inflation persistence is less embedded than previously feared before I would consider voting to loosen policy." 

Ms Greene, a US economist, voted with the majority of MPC members this month to hold interest rates.

She has previously sat on the more hawkish side of the committee since joining in July. 

Ms Greene said Britain was more vulnerable to inflation pressure than other countries, especially the US, and cited Brexit and a longer-lasting hit to the economy from the COVID-19 pandemic. 

"All else equal, this would mean inflationary pressures are greater in the UK. But UK demand has been weaker than in the US as well," she said. 

When asked in our Q&A live on Sky News if Brexit had damaged the UK economy, former Bank of England rate setter Michael Saunders replied: "Yes, of course."

"It was anticipated at the time, expert option both in the UK and outside at the time predicted that a hard Brexit would create significant long-term damage to the UK economy and living standards in the UK," he said.

"But when you look at the underperforming UK economy compared to Europe and the US since 2019, Brexit must be a major part of that."

Mr Saunders said he hoped the next government would aim to get closer trade links with Europe over time, in order to "undo some of the damage of Brexit".

Speaking during our Q&A on Sky News, an economist said GDP had been stagnant for "much longer then just these last two quarters".

Emily Fry, from the Resolution Foundation thinktank, said that if the economy had continued to grow at the same rate as it did before the financial crisis, each household would be £23,000 better off. 

Germany and Japan are having similar economic difficulties, she said, but the UK was unique in that "we have had much longer stagnation and this has had a much bigger impact on our living standards". 

A middle income household in Germany is 20% richer than a middle income household in the UK, Ms Fry said. 

She added that we should "really think about what is an economic strategy that can deliver economic growth".

The next question in our Q&A was on why the inflation target is set at 2%.

Michael Saunders, former Bank of England Monetary Policy Committee member, said the target was "the norm around the world for a rate of inflation that is low".

"The risk if you were to change [to an easier target] is that when the next crisis comes along, and we have been there before, we know how it ends.

"It ends with rising inflation expectations, pay and prices chasing each other higher and then in the end eventually a much sharper downturn to get back to low and stable inflation.

"So let's not challenge the 2% inflation target," Mr Saunders said.

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Blog Home Office in the media

Home Office in the media

https://homeofficemedia.blog.gov.uk/2024/02/01/reducing-net-migration-factsheet-december-2023/

Reducing Net Migration Factsheet – February 2024

The UK has experienced unprecedented levels of immigration since the pandemic. The latest official estimates show that net migration in the year to June 2023 was 672,000 - up significantly on pre-pandemic volumes but lower than the 745,000 who came in the year to December 2022.    

This is partly because of our generosity towards people fleeing conflict and persecution in Ukraine, Hong Kong, and Afghanistan; over 80,000 people have immigrated to the UK on as our Ukraine, BN(O) and resettlement schemes in the last year. But it is also because of rising numbers of overseas students and care workers.   

The government has already taken action to address the rise in legal migration with measures to tackle the substantial rise in the number of students bringing dependants to the UK, which came into force in January 2024.

On Monday 4 th December 2023, the Prime Minister and Home Secretary announced a plan to slash migration levels and curb abuse of the immigration system. Together, this will mean 300,000 people who came to the UK last year would now not be able to come.

The Minister for Legal Migration and the Border wrote a ‘Dear colleagues’ letter to all MPs on Thursday 21 st December 2023 setting out further information on the implementation of these measures. On Tuesday 30 January, further detail was provided on when the government's package to reduce migration will come into force.

Key measures that the Government is taking to cut net migration are:

  • Stopping overseas care workers from bringing family dependants and requiring social care firms in England to be undertaking Care Quality Commission registered activities to sponsor visas, which will come into force on 11 March. Last year 120,000 dependants came via this route.   
  • Increasing the earning threshold for overseas workers by nearly 50% from its current position of £26,200 to £38,700 from 4 April 2024 , encouraging businesses to look to British talent first and invest in their workforce, helping us to deter employers from over-relying on migration, while bringing salaries in line with the average full-time salary for these types of jobs.  
  • Reforming the Shortage Occupation List into an Immigration Salary List. We will end the 20% going rate salary discount for shortage occupations and we have asked the Migration Advisory Committee – an expert independent panel that advises the Government on immigration policy - to review the composition of the list in line with the increased salary thresholds.  This will be included in the Immigration Rules laid on 14 March.
  • Raising the minimum income for family visas to £38,700 in line with the minimum salary threshold for the Skilled Worker route to ensure people only bring dependants to the UK they can support financially and will apply to all British and settled sponsors under the five-year partner route. We will raise the minimum income for family visas incrementally in stages, to give predictability to families, starting at £29,000 from 11 April and rising to £38,700 by early 2025.
  • We will be asking the MAC to review the graduate route to prevent abuse, protect the integrity and quality of UK higher education and ensure it works in the best interests of the UK.

More information can be found here:  https://www.gov.uk/government/news/home-secretary-underlines-commitment-to-cut-net-migration

How have you calculated the impact of these measures?  

  • We have published the estimated volumes of reductions in visas expected as a result of these changes. This can be found here - https://www.gov.uk/government/publications/legal-migration-statement-estimated-immigration-impacts    
  • Table 1 sets out the estimated impact of inflows if this package of changes had been in place in the year ending September 2023.  
  • A full Regulatory Impact Assessment will be developed in line with implementation of the new measures.  

When will the changes be made?  

  • The changes will be introduced gradually throughout early 2024. This strikes the right balance between the immediate need to start reducing net migration and giving those affected adequate time to prepare for upcoming changes.    
  • The changes related to social care (CQC registration and removal of right to bring dependants) will come into force on 11 March.
  • Measures relating to Skilled Worker salary thresholds will come into force on 4 April.
  • Changes to the family visas will be introduced on 11 April, beginning with raising the threshold to £29,000. It will the been raised to £34,500 and finally £38,700 by early 2025.  
  • Immigration Rules laid on 14 March will abolish the Shortage Occupation List, remove the 20% going rate discount for occupations, and introduce the new Immigration Salary List to be reviewed by the Migration Advisory Committee. It will be introduced in early April.  

Health and care visa route 

The reforms will ensure that:

  • Providers in England will only be able to sponsor migrant workers if they are undertaking activities regulated by the Care Quality Commission.
  • Care worker and senior care worker main applicants will no longer be able to bring dependants.
  • This requirement does not apply to other occupation s under the Health and Care visa.  

Isn’t this going to lead to shortages of care workers?

  • Our offer to care workers is extremely competitive internationally. This package means the care workers we need can continue to come to the UK.
  • This package will end the exploitation and abuse identified by the Migration Advisory Committee and National Care Association and ensure that those who come to the UK on this route genuinely provide care for those who need it.
  • We are not capping carer numbers- we are just restricting which workers can bring dependants.

What are you doing to grow the social care workforce – aren’t there 150,000 vacancies? 

  • At the same time as introducing this package, we are investing at least £500 million over the next three years (2022/23 to 2024/25) to support our strategy for the social care workforce. And at the Autumn Statement in 2022 we made up to £7.5 billion available over two years to boost capacity in social care.
  • The action we have taken means that there is more capacity in the sector this year than last. The workforce grew by 1% and the number of vacancies fell by 7%.
  • We know retention is equally as important which is why we are also investing almost £2 billion over two years through the Market Sustainability and Improvement Funds, which will help local councils support the workforce.
  • We expect increasing the training of nurses, Allied Health Professionals and nursing associates will go some way to alleviate the pressures in the adult social care sector as some of the people who train in these professions will choose to work in social care when they are qualified.

Will the NHS be impacted by these changes? 

  • These changes will not affect doctors or nurses. The NHS will continue to have the access it currently enjoys.

How are you going to recruit health and social care workers if you raise the earning threshold on the Skilled Worker route?

  • Those coming on the Health and Social Care visa route will be exempted so we can continue to bring the healthcare workers that our care sector and NHS need.  We are also exempting education workers who are on national pay scale occupations.

Surely some dependants work – so by banning them you are reducing the amount of working people coming to the UK?      

  • We estimate that only around 25% of dependants work when they come to the UK.  

What happens to care workers and providers who are already here?  

  • No measures introduced as part of this package will be applied retrospectively.  

Until the point the new Immigration Rules come into effect on 11 March:  

  • Care workers and senior care workers already in the route will be able to remain with their dependants, including extending, changing employer and settlement. ​     
  • Where a care worker or senior care worker is in the route before the Rules change, but has not yet brought dependants, they will be allowed to bring dependants during their visa.     
  • Individuals who are in the UK on any other route, including where that route permits dependants, who switch into the care visa as a care worker or senior care worker after rules change will not be able to bring over dependants.    
  • Care providers who were sponsoring workers in exclusively non-regulated activities (and therefore not required to be registered with the CQC) before the rules change should be able to continue to sponsor these workers, including for extensions to their visa on those terms, but not hire new ones.       

Increasing the Skilled worker Route earnings threshold

  • We will increase the earnings thresholds for those arriving on the Skilled Worker route, with the minimum threshold rising by 48% from £26,200 to £38,700 from 4 April.

Changing the salary threshold will affect hospitality, accommodation, and food services – why are you doing this now? 

  • Employers will still be able to recruit workers from overseas to these industries, but it is right that we increase the salary threshold to the level of median earnings, to ensure that we do not undercut UK workers, by using cheaper overseas labour and to prevent downwards pressure on wages.
  • Beyond the immigration system, is the resident labour market – including UK workers and migrants with general work rights, who can all work without Government restrictions.

What will happen when people come to renew their visas?    

  • These new policies will not be applied retrospectively and until the Immigration Rules are amended the salary threshold will remain the same. 
  • T hose already in the route before the Rules changes are exempt from the new Skilled Worker salary requirements when they change employer, extend, or settle.        

The uplift of the skilled worker salary threshold from £26,200 to £38,700 is significant – won’t that affect a large number of occupations?  

  • The policy change means we are asking employers to focus on recruiting the brightest and best, those earning within the top half of the earnings spectrum for both their occupation and all skilled occupations.   
  • Salary discounts for those towards the start of their careers will still exist, but it is right to focus on supporting a high-skilled, high-productivity, high-wage economy.   

Why have you not raised the salary threshold to £40,000 or higher?     

  • The reforms announced on 4 December will deliver the largest ever reduction in net migration and help the Government achieve its aim of getting net migration back down to pre-pandemic levels.     
  • £38,700 will be in line with the average wage for workers in similar jobs in the UK from the spring of next year. We estimate that further increasing it would make only small reductions in net migration.   

Reforming the Shortage Occupation List (SOL)

  • We will reform the Shortage Occupation List into an Immigration Salary List (ISL) in early April.
  • We will end the 20% going rate salary discount for shortage occupations, as recommended by the independent Migration Advisory Committee.
  • We have commissioned the Migration Advisory Committee to advise us on the establishment of a new Immigration Salary List, which will consider whether it should retain the general discount in light of the new salary thresholds.
  • The current SOL will remain in place until the new salary thresholds are put in place in early April.

Why are you not completely abolishing the Shortage Occupation List?   

  •   We agree with the Migration Advisory Committee’s recommendation to substantially reform the List and we will replace the Shortage Occupation List with a new Immigration Salary List. We will ask the Migration Advisory Committee to review who should be on the list - where there are shortages cannot be filled through UK workers in the short term.   
  • We will ask the Migration Advisory Committee for an urgent review of the occupations currently on the Shortage Occupation List by April 2024 , followed by a thorough and complete review on the List throughout the remainder of 2024.      

  What is the government doing to ensure that the labour market prioritises UK residents when filling vacancies?       

  •   The Government is encouraging all sectors to adapt and make employment more attractive to UK domestic workers through offering training, career options, wage increases and to invest in increased automation technology.

Raising the Family Visa Minimum Income to the same threshold as the skilled worker route

  • To ensure people only bring dependants they can support financially, we are raising the minimum income for family visas to the same threshold as the minimum salary threshold for Skilled Worker, £38,700.     
  • We will raise the minimum income for family visas incrementally, in stages, to give predictability to families.    
  • On 11 April, we will raise the threshold to £29,000, that is the 25th percentile of earnings for skilled jobs, moving to £34,500 (the 40th percentile) and finally £38,700 (the 50th percentile) by early 2025.      
  • It is sensible that these changes are set out in a sensible and pragmatic way that ensures they work and deliver the reduction in numbers the British people expect.  
  • There will no longer be a separate child element to the Minimum Income Requirement, to ensure that British nationals are not treated less favourably than migrants who are required to meet the General Skilled Worker threshold, regardless of any children being sponsored.  

Why has the Minimum Income Requirement been increased by so much in one jump?

  • Family life must not be established here at the taxpayer’s expense and family migrants must be able to integrate if they are to play a full part in British life. The Minimum Income Requirement has not been increased for over a decade and no longer reflects the level of income required by a family to ensure they are self-sufficient and do not need to rely on public funds.

Won’t this mean splitting up families?

  • The family Immigration Rules contain a provision for exceptional circumstances where there would be unjustifiably harsh consequences for the applicant, their partner, a relevant child, or another family member if their application were to be refused.

Can the Minimum Income Requirement still be met in various ways?

  • Yes, those with savings will still be able to demonstrate they meet the Minimum Income Requirement. This can either be in addition to a lower income or used exclusively.

 What will happen when people come to renew their visas?

  • These new policies won’t be applied retrospectively and until the immigration rules are amended the minimum income threshold will remain the same.
  • We are establishing the specifics of the policy, including how it will apply to those renewing visas, and will confirm more details in due course.

Graduate route review

  • We will be asking the MAC to review the graduate route to ensure it works in the best interests of the UK, to prevent abuse and protect the integrity and quality of UK higher education.

Why aren’t you abolishing the graduate route?

  • It is right that we continue to allow the best and brightest to come to the UK. Our Manifesto committed to establishing the graduate route. Over 100,000 people last year (YE Sept 2023) were issued visas for the graduate route.
  • We have also asked the Migration Advisory Committee to review the graduate route to prevent abuse and protect the integrity and quality of UK higher education.
  • It needs to work in the best interests of the UK, supporting the pathway into high quality jobs for global talent but reducing any opportunities for abuse.

When will the MAC begin its review of the graduate route? 

  • The Migration Advisory Committee (MAC) will be commissioned to undertake the review of the Graduate Route. We expect their review to run throughout 2024.  

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change recruitment london

Executive Assistant - Financial Crimes

Job Description:

Job Title: Executive Assistant - Financial Crimes

Location: London

Company Overview:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection.  Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities and shareholders every day.

One of the keys to driving Responsible Growth is being a great place to work for our teammates around the world. We’re devoted to being a diverse and inclusive workplace for everyone. We hire individuals with a broad range of backgrounds and experiences and invest heavily in our teammates and their families by offering competitive benefits to support their physical, emotional, and financial well-being.

Bank of America believes both in the importance of working together and offering flexibility to our employees. We use a multi-faceted approach for flexibility, depending on the various roles in our organization.

Working at Bank of America will give you a great career with opportunities to learn, grow and make an impact, along with the power to make a difference. Join us!

Location Overview:

Our London office is based just a stone’s throw from the magnificent St. Paul’s Cathedral on bustling King Edward Street. Here you’ll find modern workspaces and a state-of-the-art auditorium space. In addition, we’re proud to host an onsite restaurant that shares our commitment to sustainability by providing delicious seasonal menus which have been created with the planet in mind. Make sure to take time for yourself and head up to our rooftop terrace and take in the spectacular views across London. Finally, your physical wellness is well-catered for with our onsite gym facilities and medical centre.

You will join a diverse global team with teammates located in the US, EMEA and APAC regions. The team is collaborative, highly supportive of one another, hold each other accountable and are eager to learn.

Role Description:

This job is responsible for providing diverse and confidential administrative support, including extensive calendar management. Key responsibilities include supporting management with administrative tasks, coordinating travel arrangements, processing expenses, gathering and reporting information relevant to/for the executive, and responding to incoming mail. Job expectations may include assisting with organizing in-person meetings and off-sites and managing different and conflicting objectives, projects, or activities in a responsive and personable manner.

Responsibilities:

  • Provide general administrative support to the team and senior members of the team
  • Be responsible for extensive calendar management, requiring interaction with both internal and external executives and assistants, to coordinate a variety of complex executive meetings.
  • Preparing meeting agendas, coordinating meeting participants (internal and external), and managing meeting reminders as needed. Follow up with meeting minutes where appropriate.
  • Compose correspondence, create and modify documents/presentations using Microsoft Office.
  • Arrange travel schedule and reservations for executive management as needed.
  • Maintain hard copy and electronic filing system.
  • Review and summarize miscellaneous reports and documents; prepare background documents and outgoing mail as necessary.
  • Other ad-hoc duties as assigned.

What we are looking for:

  • Extensive experience required of providing support at a Senior Level, ideally within the Banking industry.
  • Proficient in all MS applications including Outlook, Advanced PowerPoint, Word and Excel.
  • Good organization and planning skills, can manage multiple changing and conflicting priorities.
  • Experience in heavy calendar management.
  • Experience in managing email/written communications.
  • Commitment of quality standards with intelligence and creativity.
  • Be able to problem solve and use own initiative.
  • Able to confidently interface with senior stakeholders (internal/external).

Skills that will help:

  • Prioritisation
  • Adaptability
  • Event Planning
  • Problem Solving

Benefits of working at Bank of America:

  • Private healthcare for you and your family plus an annual health screen to help you manage your physical wellness with the option to purchase a screen for your partner
  • Competitive pension plan, life assurance and group income protection cover if you become unable to work as a result of a disability or health reasons
  • 20 days of back-up childcare including access to school holiday clubs and 20 days of back-up adult care per annum 
  • The ability to change your core benefits as well as the option of selecting a variety of flexible benefits to suit your personal circumstances including access to a wellbeing account, travel insurance, critical illness etc.
  • Access to an emotional wellbeing helpline, mental health first aiders and virtual GP services.
  • Access to an Employee Assistance Program for confidential support and help for everyday matters
  • Ability to donate to charities of your choice directly through payroll and the bank will match your contribution
  • Opportunity to access our Arts & Culture corporate membership program and receive discounted entry to some of the UK’s most iconic cultural institutions and exhibitions.
  • Opportunity to give back to your community, develop new skills and work with new groups of people by volunteering in your local community.

Bank of America:

Good conduct and sound judgment is crucial to our long term success. It’s important that all employees in the organisation understand the expected standards of conduct and how we manage conduct risk. Individual accountability and an ownership mind-set are the cornerstones of our Code of Conduct and are at the heart of managing risk well.

We are an equal opportunities employer and ensure that no applicant is subject to less favourable treatment on the grounds of sex, gender identity or gender reassignment, marital or civil partner status, race, religion or belief, colour, nationality, ethnic or national origins, age, sexual orientation, pregnancy or maternity, socio-economic background, responsibility for dependants or physical or mental disability. The Bank selects candidates for interview based on their skills, qualifications and experience.

We strive to ensure that our recruitment processes are accessible for all candidates and encourage any candidates to tell us about any adjustment requirements.

Hours Per Week:

Weekly Schedule:

Referral Bonus Amount:

Learn more about this role

JR-24002917

Manages People:

change recruitment london

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  29. Job ID:24002917

    We strive to ensure that our recruitment processes are accessible for all candidates and encourage any candidates to tell us about any adjustment requirements. Apply. Full time. JR-24002917. Apply for the Executive Assistant - Financial Crimes position (Job ID: 24002917), located in London, United Kingdom, at Bank of America.